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3 reasons why NOT to work from home
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Demand Dignity in Presentation Skills Training
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Mandy*, a bright, attractive professional woman, had a fear of speaking in front of groups. Recognizing that her feelings of vulnerability and
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Strategies for Organizational Change – Creating Shared Vision
The cascade (i.e., the triangle with senior managers, middle managers, staff) strategy can work; I have successfully used it. In fact, until about 5-8 years ago, I would have said it was the best-known way to achieve change across an organization. What has happened in the past 5-8 years is an understanding of new ways of changing organizations that are faster, cheaper, and have a greater chance of success. These approaches are based upon high participation.
If the cascade is characterized by the triangle, a circle characterizes high participation. The visual image is useful because it speaks to "the catch" in high participation change. The circle has no point where everything comes together. It starts with and builds a very different set of beliefs about power and control in organizations.
An example: in the triangle model, vision is the primary responsibility of senior management. They articulate vision and share it with the rest of the organization, who look for how they fit in. In the circle model, senior management creates an environment that invites the rest of the organization into the work of creating shared vision. It is created with the benefit of many diverse perspectives and experiences, incorporating insights and ideas that are not usually visible to senior managers. As a result, people see
themselves in the vision sooner and begin to integrate it into their work immediately. This difference means change happens faster, is cheaper to do and is less risky in terms of achieving the desired results.
The shift in power and control implied in this example is quite profound. It can be a leap of faith for senior managers unfamiliar with the idea of sharing power. This often means that organizations opt for a cascade approach even though it is slower and costlier because the roles are much more familiar. And both approaches work. Ultimately, I believe the choice depends on the type of organization you wish to create.
I hope this gives you a useful perspective on this critical question as you shape the future of the your organization. My hope for you is that you create a place that allows the maximum use of the talent and creativity of the people who are part of your work.
About the Author
Judith is recognized for her skill in facilitating high-value results while empowering organizations to create increased profitability and high-quality relationships. Featured in ICFAI University’s Executive Reference on Diversity Management, author of Engaging Leadership, and Keynote at International Conferences, Winner International Coach of the Year 2004.
Judith@ponoconsultants.com (902) 434-6695
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